About the Role:Reporting to the
NA Digital Solutions HR Operations Director, the
Human Resources Manager is a strategic and hands-on leadership role providing full-cycle HR support to Prysmian's
Lawrenceburg, KY manufacturing facility.
This position is critical to executing people initiatives, delivering exceptional internal customer support, driving HR functional excellence, and improving HR processes.
The HR Manager will oversee all HR-related activities at the facility while serving as a trusted HR advisor and business partner to plant leadership.
Key Areas of Responsibility:The HR Manager will lead and support:
- Employee Relations.
- Regulatory & HR Compliance.
- Performance Management.
- Talent Management & Development.
- Recruiting & Staffing.
- Succession Planning.
- Employee Communications.
- HR Policies & Programs.
- Payroll.
- Compensation.
- Benefits Administration.
- Employee Engagement & Retention.
- Organizational Effectiveness.
The HR Manager partners closely with plant leadership to build a
high-performance culture that promotes ownership, goal achievement, leadership development, continuous learning, and improvement at every level of the organization.
Principal Duties & Responsibilities:Talent Acquisition & Workforce Planning:- Lead recruiting and placement activities for assigned functional areas.
- Develop and coordinate interview schedules and staffing activities.
- Develop and coordinate recruiting advertisements and employment-agency relationships.
- Attract and select qualified candidates across all levels of the organization.
- Facilitate the selection, hiring, orientation, and onboarding processes.
- Partner with leadership to identify current and future talent needs.
- Support succession planning and development of the organization's next generation of leaders.
Employee Engagement & Culture:- Maintain a strong understanding of the employee experience and organizational "pulse" through a highly visible, hands-on approach.
- Partner with the Plant Manager and local leadership team to develop and implement initiatives that improve employee engagement and retention.
- Facilitate programs, processes, and policies that reinforce Prysmian's behaviors and values.
- Conduct formal assessments of employee engagement and organizational culture.
- Develop strategies and action plans to address identified gaps.
- Serve as a credible and trusted advocate for facility employees while maintaining alignment with business objectives.
Leadership & Organizational Effectiveness:- Partner with plant leadership to ensure the organizational structure supports strategic business objectives.
- Identify talent and organizational capability needs.
- Support managers in developing high-potential employees and future leaders.
- Challenge and elevate the performance of strong contributors throughout the organization.
- Identify and implement HR best practices aligned with business and facility needs.
- Support organizational effectiveness and continuous improvement initiatives.
Communication & Change Management:- Lead and coordinate facility-wide HR communications through:
- Formal meetings.
- Small-group meetings.
- Focus groups.
- Employee surveys.
- Other engagement activities.
- Demonstrate effective change leadership by:
- Understanding desired outcomes.
- Engaging stakeholders affected by change.
- Communicating effectively throughout the change process.
- Identifying and mitigating barriers to implementation.
- Introduce and integrate HR practices around critical business needs while minimizing disruption to manufacturing operations.
Compensation, Benefits & Workforce Administration:- Monitor wage and salary administration within assigned functions to support attraction, retention, and motivation of qualified employees.
- Ensure compensation practices comply with Prysmian policies and applicable requirements.
- Manage the plant's leave-of-absence processes, including:
- FMLA.
- Short-Term Disability (STD).
- Long-Term Disability (LTD).
- Personal Leave.
- Serve as the local HR point of contact for senior workforce compensation and international mobility matters.
HR Compliance & Risk Management:- Ensure corporate and local HR procedures, practices, and initiatives are implemented consistently.
- Maintain compliance with applicable federal and state employment laws and regulations.
- Support employee relations, investigations, corrective actions, and other HR matters as appropriate.
- Ensure HR processes are aligned with company policies and regulatory requirements.
HR Analytics & Business Partnership:- Track, analyze, and report HR metrics as required.
- Use HR data and reporting to identify trends, opportunities, and areas requiring action.
- Partner with plant and business leadership to align HR strategies with operational objectives.
- Lead annual labor cost planning and provide monthly follow-up in partnership with global business unit and regional functions.
Qualifications:Required:- 4+ years of progressive HR leadership experience, preferably within a manufacturing environment.
- Bachelor's degree in Human Resources, Business, or a related field.
- Demonstrated success in:
- Employee relations.
- Talent development.
- Organizational effectiveness.
- Employee engagement.
- HR program implementation.
- Experience with HRIS systems, data analysis, and reporting tools.
- Strong knowledge of federal and state employment laws and HR compliance requirements.
Preferred:- PHR or SPHR certification.
- Experience supporting a manufacturing or industrial workforce.
- Demonstrated experience partnering directly with plant or operations leadership.
- Experience leading organizational change, workforce planning, and succession planning.
What Success Looks Like:The successful HR Manager will be a
visible, trusted, and strategic partner to plant leadership and employees.
Success in this role means:- Building strong employee engagement and retention.
- Developing capable leaders and talent pipelines.
- Strengthening HR processes and compliance.
- Providing practical, responsive support to plant leadership.
- Using HR data to identify opportunities and drive decisions.
- Supporting a high-performance culture.
- Balancing employee needs with business and operational objectives.
- Driving continuous improvement across the HR function while supporting a dynamic manufacturing environment.
